1,000+
Companies registered
800+
Bank Accounts Opened
50+
Industries Covered
25+
Nationalities
What Is an Employer of Record (EOR)?
An Employer of Record (EOR) is a service provider that acts as the legal employer for your workforce in China. This solution enables you to hire a workforce in China without the necessity to set up a legal entity.
While you oversee their daily operations and tasks, the Employer of Record handles all administrative and compliance aspects, from employment contracts to payroll and tax filings.
Why Use Our EOR Services in China?
By using our EOR services, you can onboard employees and start operations in China quickly, without the time and expense of establishing a local entity.
Our in-depth understanding of Chinese labor laws ensures your business avoids costly penalties and legal risks.
Eliminate the need for local HR teams and administrative overhead while accessing professional services at a fraction of the cost.
Reduce risks associated with non-compliance, tax mismanagement, or improper employment practices.
We manage your HR, payroll, and compliance tasks so you can focus on expanding your business and driving revenue.
Comprehensive EOR Services
Employment Contract Management
We draft, review, and maintain employment contracts to ensure they comply with China’s stringent labor laws and best practices. Key aspects of this service include:
- Bilingual Contracts: All employment contracts are provided in both Chinese and English for clarity and legal compliance.
- Custom Terms: Contracts are tailored to reflect specific roles, responsibilities, and compensation packages.
- Mandatory Clauses: Ensuring all required clauses, such as probation periods, termination conditions, and dispute resolution, are included.
- Contract Maintenance: Periodic reviews and updates to align with changes in labor laws or company policies.
- Record Keeping: Secure storage and management of employee contract records to meet legal requirements.
Payroll Processing
Accurate and timely payroll management is critical in China, where tax laws and social security contributions can be complex. Our payroll services ensure seamless operations, including:
- Salary Calculations: Comprehensive handling of gross-to-net salary calculations, including overtime, bonuses, and allowances.
- Tax Compliance: Calculation and withholding of individual income tax (IIT) based on local regulations and employee residency status.
- Expense Reimbursements: Processing employee reimbursements for business expenses efficiently.
- Pay Slips: Providing bilingual, itemized pay slips to employees, ensuring transparency and trust.
- Timely Disbursement: Ensuring employees are paid on time, avoiding legal and reputational risks.
HR Support & Employee Management
Human resource management in China involves more than just payroll and contracts. We offer end-to-end support for managing your workforce, including:
- Onboarding Processes: Assisting with pre-employment checks, new hire orientations, and legal documentation.
- Performance Reviews: Providing tools and processes to evaluate employee performance and ensure alignment with company goals.
- Employee Training: Coordinating skill development programs to enhance productivity.
- Compliance Oversight: Ensuring adherence to labor laws regarding working hours, overtime, and leave entitlements.
- Termination Support: Managing employee exits in line with Chinese labor law, including severance calculations, notice periods, and necessary filings to minimize risks.
Visa and Work Permits for Foreign Employees
Hiring foreign talent in China requires navigating a complex system of visa and work permit regulations. Our team streamlines this process to ensure your expatriate employees can legally work and stay in China:
- Work Visa Applications: Preparing and submitting all required documents for Z visas or other applicable permits.
- Invitation Letters: Coordinating with local authorities to secure the necessary invitation letters for employees and their dependents.
- Residence Permits: Assisting in obtaining and renewing residence permits, ensuring compliance with immigration laws.
- Health Check Coordination: Scheduling and managing mandatory health examinations for foreign employees.
- Regulatory Guidance: Keeping you informed about changes in visa requirements, ensuring timely renewals, and avoiding disruptions.
How We Implement It
1
Identify the employees you wish to hire in China.
2
We onboard them under our local entity while you retain operational control.
3
We manage payroll, taxes, and benefits on your behalf.
4
Enjoy the benefits of compliant hiring and focus on your core operations.
Why Partner with Air Corporate?
Local Expertise
Deep knowledge of China’s complex labor regulations.
Proven Track Record
Trusted by businesses across various industries.
Dedicated Support
A single point of contact for all HR, payroll, and compliance needs.
Our EOR services cater to a wide range of industries, including technology, manufacturing, healthcare, education, and more.
FAQs
- Hiring an independent consultant involves setting clear work parameters and creating a written agreement that outlines payment terms.
- For employees, an official employment contract is required, and employers must keep comprehensive records of employee files and compensation.
- Visa D: For permanent residency in China
- Visa Z: Employment visa for working in China
- Visa X: For job training or studying in China
- Visa F: For business trips, lectures, or short courses
- Visa L: For tourism or personal visits to China
- Visa G: For transit through China
- Visa C: For aircrew, train staff, and seamen
- Visa J-1, J-2: For foreign journalists (short and long-term)
Employment Contracts
- Employment contracts must be in Chinese and follow local labor law requirements.
- Contracts are typically fixed-term, open-ended, or project-based.
- Employers must specify working hours, job descriptions, wages, and benefits.
- A probationary period is allowed but is limited based on contract length:1 month for contracts of 3 months to 1 year.2 months for contracts of 1 to 3 years.6 months for contracts exceeding 3 years.
Social Security Contributions
- Employers must contribute to five mandatory social insurances:
- Pension Insurance
- Medical Insurance
- Unemployment Insurance
- Work Injury Insurance
- Maternity Insurance
- Additionally, contributions to the Housing Fund are mandatory for both employees and employers, varying by city.
Working Hours and Overtime
- The standard workweek is 40 hours (8 hours/day, 5 days/week).
- Overtime pay is calculated as:
- 150% of the hourly wage on weekdays.
- 200% on weekends.
- 300% on public holidays.
Employee Benefits
- China’s labor laws guarantee employees several benefits, including:
- Medical Leave: Up to 12 months for work-related injuries.
- Maternity Leave: 98 days, which may be extendable for complications.
- Paternity Leave: Up to 30 days, depending on the province.
- Marriage Leave and Bereavement Leave.
- Retirement Benefits: Retirement age is 60 for men and 55 for women.
Termination Rules
- Termination must adhere to strict legal procedures and require valid reasons.
- Severance pay is mandatory unless the employee resigns voluntarily without cause.
Get Started Today!
Simplify your expansion into China with our EOR solutions.
Contact us now to learn more and receive a tailored proposal for your business needs.
Social Security & Benefits Administration
China’s mandatory social security system consists of five insurances and one housing fund, with varying contribution rates depending on the city. We handle all aspects of compliance and benefits management, including: